Excellent corporate culture can not be established in a day or two, and it needs a lot of people to gather.

Long, accumulate over a long period of time, and then learn from it to be unique, so that the corporate culture created can stand the test.

Inspection is valuable, but it is difficult for employees to see it and will not care about you.

How to create a corporate culture, they only require harmony, relaxation, justice, fairness and enterprising.

Working in a United team will make him happy and mentally comfortable, so managers should try to go camping.

Create such a cultural atmosphere, the team will have cohesion and cohesion.

If the team wants employees to leave, it is likely to have to force layoffs.

2. Give employees a space for development, a platform for promotion and a bigger space for development.

I can't see the prospect of an enterprise, and I can't mobilize the enthusiasm of employees anyway.

It is impossible for employees to stay in the company with peace of mind, and it is necessary to provide employees with greater development space and promotion opportunities.

Platform, you can start from the following aspects:

(1) Establish and improve the competition mechanism and encourage employees to work through fair competition. Many enterprises, when

Once there is a vacancy in the company, the first thing they think of is to recruit people from outside first, without considering it at all.

From internal promotion; Some enterprises have thought of promoting from within first, but because there is no competitive recruitment mechanism,

Or because I am too familiar with internal employees, I always see the shortcomings of employees and can't see employees.

Many advantages, and finally they will consider recruiting from outside. In their eyes, they always think of "foreign countries"

Monks like to recite scriptures. "In fact, this was a big blow to employees. At that time, employees felt that the company lacked development.

Exhibition space at the same time, the lack of positive motivation, which is not conducive to motivating employees, and

Unable to create a competitive atmosphere in the team.

(2) For employees who have performed well in this position and have exceeded the requirements of this position, but temporarily

When there are no vacancies at higher levels, it is advisable to rotate employees and use new positions.

New jobs and new challenges have aroused the enthusiasm of employees, and at the same time, they have learned more.

Knowledge and skills, effectively improve the overall quality of employees, so that employees can be competent for higher-level work.

Lay the foundation for the post.

(3) Provide employees with enough training opportunities, just as Zhang Ruimin of Haier once did to his managers.

I said: it's not your fault that the quality of the employees who just entered the company is not high, but after a while, the employees'.

If the quality is still low, it must be your fault. It can be seen how important it is to train employees.

It is not that some enterprises have never thought about training their employees, but they have to invest in training because they are unwilling to give up.

The investment of not providing training opportunities for employees is not worth the loss, and Panasonic attaches great importance to it.

Train employees, because Kōnosuke Matsushita knows that investing in brains is better than investing in machines.

Money can earn more money, and training methods can be varied, as long as you are good at thinking.

You will find that training can be everywhere, anytime and anywhere.

3. Business leaders shape their own personality charm and improve their management level.

There is no doubt that the management level of leaders greatly affects the development of the company.

Exhibition, similarly, the personality charm and management style of leaders also greatly affect the work of employees.

Enthusiasm and team stability

(1) If managers have doubts, then such doubts will be layered.

Pass it on slowly, for example, if the boss doesn't trust the vice president, then the vice president won't trust the department manager and the department.

Managers don't trust supervisors, so supervisors don't trust employees and work in teams without trust.

In this way, employees will definitely feel very comfortable, so the principle of employing people is: you trust him firmly when you use him.

(2) Especially behind the scenes, don't say that employees are not. Employees hate leaders criticizing themselves behind their backs, even if

Kindness is not good. In fact, criticizing another employee in front of him is counterproductive.

(3) Don't promise easily. Once you say yes, you will never change. Many leaders made promises to win people's hearts.

Some promises, but for various reasons, some promises are often not fulfilled, and our leaders

I don't care, I think it doesn't matter, but our employees don't think so. They'll think the leader said it.

Without trust, I won't trust you easily. Leaders should change their image in the eyes of employees, but

It is even more difficult. Employees have difficulties and ideas and will not tell their leaders. Over time, they will become employees.

Workers will choose to leave.

(4) Dare to take responsibility, and dare to take responsibility for employees. Many employees are directly subordinate to the leaders.

In order to establish prestige or save face in the eyes of superior leaders or employees, usually

Blame your mistakes on employees, let alone be responsible for them.

The consequence is that your temporary prestige or face may be saved, but over time, in the minds of employees.

What may be lost is not as simple as prestige or face, but the long-term respect of employees.

And trust.

(5) Remember that employees are right. It's not that the employees are not excellent, but that they don't give enough.

Adequate support, no unqualified employees, only unqualified management, maybe this sentence sounds like a feeling.

It seems ridiculous, but in fact, employees are not doing well, and leaders can always find reasons from themselves.

Give more support and help to employees, and employees will be grateful from the heart.

Guide, you will work harder, as long as the employees are really involved, I believe that all difficulties can't be called.

For difficulties.